Screening & Vetting
Confirm that people are who they say they are.
Remote hiring, contractor platforms and synthetic identities have made it easy to be someone else on paper. We check the public record behind a candidate, a contractor or an applicant for access, and tell you plainly where the story holds and where it does not.
- Single subject
- 3 to 5 business days
- Urgent tasking
- Identity integrity check within 24 hours
- Volume programs
- 50 to 5,000 subjects a year, run through Aldervane Screen
- Team
- Screening lead, identity analysts, language specialists and an independent reviewer
- Deliverable
- Adjudication-ready report with ranked, sourced discrepancies
- Pricing
- Fixed fee per subject and tier, or an annual program
When to call us
The moments when identity matters most.
Most screening confirms that a name has no record. Ours asks a harder question: does the person in front of you match the history they have presented, and is there anything in the public record your decision should account for?
Remote and contract hires
Engineers, administrators and finance staff who will never be met in person, checked for borrowed identities, recycled portfolios and histories that do not line up.
Privileged and sensitive roles
People who will hold administrator rights, payment authority or access to research, checked to a depth that matches what they could reach.
Senior appointments
Executives and board candidates whose claimed track record, qualifications and business interests need to be true before they are announced.
Access applicants
Visitors, researchers, vendors and partners seeking physical or data access to sensitive sites, programs and collaborations.
Undisclosed affiliations
Parallel employment, outside directorships and funding relationships that conflict with the role and were left off the form.
Periodic re-screening
Proportionate refresh checks for people in the most sensitive positions, carried out with their knowledge when a role changes or an agreed interval has passed.
What you receive
Discrepancies ranked. Decisions left to you.
We do not pass or fail people. Each report sets out what was claimed, what the public record shows and how serious any gap is, so that your adjudicators decide with the evidence in front of them.
- An identity integrity finding: consistent, inconsistent or unresolved
- Each discrepancy ranked by severity, with the sources behind it
- Claimed employment, education and credentials tested against independent records
- Company interests, directorships and litigation in the relevant jurisdictions
- Sanctions, watch list and adverse media matches resolved to the person, not the name
- A plain statement of what could not be verified, and why
How it runs
Consent first. Collection second.
Screening is the one discipline where the subject knows about our work. Every check is relevant to the role, disclosed to the person being screened and limited to what the role justifies.
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01 / Scope
Before the first subject
We agree with you and your counsel which checks each role tier justifies, confirm the lawful basis in each jurisdiction and write down the criteria your adjudicators will apply.
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02 / Inform
Day 1
The subject is told what will be checked and why, and provides the identifiers we need. We do not screen people who have not been informed.
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03 / Verify
Days 1 to 4
Aldervane Screen collects against the agreed scope. Analysts resolve every match to the person, not the name, and test each claim against independent records.
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04 / Report
Days 3 to 5
An analyst who did not run the checks confirms each discrepancy. You receive the report, and the subject can respond to anything material before you decide.
Tradecraft
How a borrowed identity gives itself away.
A false history has to be assembled from somewhere. The seams show where pieces were copied, where dates do not agree and where a person exists on paper but nowhere else.
- Identity resolutionNames, dates and identifiers resolved to one person across registries, so a clean result for a common name is never mistaken for a clean result for your candidate.
- Footprint consistencyAccount ages, activity history and professional connections compared with the claimed career. Real working lives leave uneven, long-lived traces. Assembled ones tend to appear all at once.
- Portfolio and code provenanceRepositories, publications and work samples checked for copied histories, rewritten authorship and content lifted from other people.
- Employer and credential checksClaimed employers confirmed to have existed and traded at the time, and qualifications checked against the public registers of the bodies that issued them.
- Image and document reviewProfile photographs and supplied documents checked for reuse, synthetic generation and the artifacts that templates leave behind.
- Corporate and court recordsDirectorships, shareholdings, insolvencies and litigation in more than 140 jurisdictions, read in the original language.
- Screening matches, resolvedSanctions, watch list and adverse media hits worked through to a conclusion: this person, a different person of the same name, or not determinable.
- Links between applicantsReferees, contact details and payment details supplied to you, compared across applicants to find several identities run by one facilitator.
Results
Screening that found what interviews missed.
Client names are withheld and identifying details changed. The methods, timelines and outcomes are reported as they happened.
Enterprise software
Nineteen engineers who were not there
Recycled portfolios, mismatched histories and shared payout details tied nineteen remote contractors to four facilitators operating borrowed identities.
Life sciences
The second employer
Patent filings, grant acknowledgments and conference programs showed a senior scientist held an undisclosed parallel post overlapping the client's core program.
Questions
Screening and vetting FAQ
Is this the same as a background check?
No, and it does not replace one. A conventional background check confirms records held against a name. We test whether the identity and history a person has presented are genuine and consistent across the public record, which is where modern hiring fraud passes unnoticed.
Does the person being screened know?
Yes, always. Screening is carried out with the subject's knowledge and, where the law requires it, their consent. We do not run covert checks on candidates or employees, and we decline requests to do so.
What will you not look at?
Anything that is not relevant to the role. We do not report on health, beliefs, lawful political or union activity, family life or any other protected characteristic, and we do not review private accounts. Analysts who come across such information do not record it.
Do you make the hiring decision?
No. We report discrepancies, their severity and the evidence. Your adjudicators decide, and the subject should have the chance to respond to anything material first. Many discrepancies have innocent explanations, and our reports say so when one is likely.
Can you screen at volume?
Yes. Aldervane Screen runs collection for programs of up to 5,000 subjects a year, and every discrepancy is still reviewed by an analyst before it is reported. Since 2024 we have screened more than 14,200 subjects. About 3 in 100 showed a material discrepancy.
What if a discrepancy points to something organized?
Then, with your agreement, it becomes an investigation. Several applicants who share a referee, a payment account or a recycled portfolio usually mean a facilitator is at work, and identifying that facilitator protects more than one hiring decision.
Start an engagement
Bring us the question nobody else could answer.
Tell us what you need to know and why. A senior investigator will scope it with you, tell you candidly what open sources can and cannot establish, and propose a plan with a fixed fee and a firm timeline.